How Culture And Collaboration Can Increase Employee Engagement

The correlation between employee engagement and productivity is undeniable. As this graphic by Villanova’s Online Tax and Business Programs shows, highly engaged employees are more likely to go the extra mile with their work performance.

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For far too many companies, employees are not engaged and not enough employees focus their attention on this problem, which costs them money in the long run. However wise employers are starting to catch on, and many companies are actively taking large strides toward employee engagement. They are investing in things that will inspire their employees to be involved and loyal to their places of work and the overall company goals. This comes by means of positive company culture and through effective collaboration in the workplace.

Employee retention rates suffer when workers feel unsupported and unwelcome by their work environment or their managers. It makes sense — it would be odd for an employee to be long-term invested in a place where they feel uncared for. The return on their investment of time and hard work must be more than just a paycheck.

The overwhelming majority of people in a company or organization — no matter where they are on the managerial or employee hierarchy — believe that strong teamwork skills is a means to success.

But “teamwork” means more than simple camaraderie among peers, but instead encompasses all the significant communication between individuals up and down the business’ structure. This goes for one-on-one meetings, check-ins and legitimate consideration for employees’ personal lives, and transparent conversations about company and employee performance.

Additionally, employees want to be a part of decision-making processes that affect them and the brand they work for. It’s very important that employers ask employees their advice and opinion on decisions to-be-made that could possibly hurt or help their future as well as their present.

Additionally, company culture should always be molded on the experience and opinions of employees, as they are the first hand beneficiaries of workplace environment. Unfortunately, it appears as though a large amount of employees do not feel their managers have their best interest in mind when making said decisions, and believe their opinions are not considered enough or even asked for. Every organization and company has the responsibility to fix that if it’s a problem for them, or else they may not be around much longer.

People who feel less than passionate about what they do perform poorly and are more likely to be fired or to leave of their own accord. Personal investment matters, and the numbers show it. In addition to proper benefits and a fair wage, things like proper training, generous help, as well as personal incentives such as company outings, local business partnerships, and other extracurricular fun can drive productivity and success.

A happy worker makes a happy boss makes a happy company makes a happy profit ledger! In short, the question isn’t whether businesses can afford to invest in company culture and employee engagement, the evidence is clear that companies can’t afford NOT investing in those things.